Is this distribution valid for all teams?
O – 20%
E – 20%
VG – 20%
G – 20%
NI – 20% (includes NSI at 5% or8%)
8 replies (most recent on top)
It really seems like every organization gets its own distribution targets from HR. HR sets the overall percentages , especially the NSI . But each organization is made up of multiple teams, and each team has multiple sections. No one on the outside can see how they decide which section gets hit harder or lighter. On top of that, ranking groups are split by CL, so people are competing inside those CL buckets. Anyone who’s actually sat in those calibration meetings knows exactly how the show works .It’s not some objective system, it’s a controlled distribution exercise dressed up as “performance.”
Defining the number of employees that Neec Significant Improvement prior to the start of an assessment is simply a Layoff Target, unrelated to any need for improvement.
Many employees deemed NSI just pi---d off a Manager or exposed a Manager as a complete id--t, and in no way need improvement. In fact, typically the pi---d off manager giving the NSI likely needs more improvement than the person judged NSI.
I doubt Development Planning has to put a HiPo Sponsored future leader into NSI.
Targets must be different for each group.
The typical requirements are - O 20-25% (with 5% NSI subset). These criteria must be strictly met (a rank group containing 41 people will have 3 NSI because 2 would only = 4.9%).
Percentages vary between groups.
Dev Planning is heavily weighted on top end of scale.
Safety heavily weighted on bottom end.
Most other groups follow what OP posted.
I think we have lower NSI % this cycle?
Sat in 4 PDS sessions this year. 2 in DS and 2 in US. Here was the combined results:
OPD - 2%
O - 23%
E - 24%
VG - 19%
G - 18%
NI - 9%
NSI - 5%
No. It varies. Different rank groups are given different distributions. It can be biased up, to the middle, or down. Even in a group it can vary year to year.